Premium Essay

A Close Alignment of Organization Strategy with Human Resource Development (Hrd), as a Way to Improve Individual and Organizational Performance

In: Business and Management

Submitted By nanchrimz
Words 3033
Pages 13
A CLOSE ALIGNMENT OF ORGANIZATION STRATEGY WITH HUMAN RESOURCE DEVELOPMENT (HRD), AS A WAY TO IMPROVE INDIVIDUAL AND ORGANIZATIONAL PERFORMANCE

There is increased need of human resources development to meet today’s organizations’ needs, which are ever changing due to globalization that has resulted into more competition in the global markets (Garavan, Heraty, & Barnicle, 2002). According to Hyland (2005), human resource development (HRD) refers to the process of enhancing human resource capability through strategies and development, organization development and career development in order to boost their performance, which in turn boosts an organization’s performance. Therefore, HRD functions can be described as a set of organized and systematic activities, which are planned to provide opportunities to an organization’s members to acquire skills necessary for meeting their present and future job requirements (Chien-Chi & Gary, 2008). In today’s competitive markets and ever changing external environmental factors, HRD has become of great importance since it ensures productive and successful management (Du Plessis, Nel, Struthers, Robins, & Williams, 2007). Many organizations have therefore adopted the strategy of integrating their organization’s strategy into their HRD functions (Schuler, 1992), in addressing the changing external environment. Hyland defines organizational strategy as a plan of activities that an organization needs to undertake in order to meet its short-term and long-terms goals (2005). Schuler explains that integration of business strategy with HRD functions does not only assist an organization in enduring the changing external environmental factors but also boost individual and organizational performance. Therefore, this essay aims to address three main objectives and they are: to establish the relationship between organization…...

Similar Documents

Premium Essay

Human Resource Development

...1. What is Human Resource Development? It is a set of systematic and planned activities designed by an organization or HR department to provide its employees with the necessary skills to meet current and future job demands. · Human Resource Development (HRD) is the framework for helping employees develops their personal and organizational skills, knowledge and abilities. · It integrates the use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. · Groups within organizations use HRD to initiate and manage change. · Also, HRD ensures a match between individual and organizational needs 2. Why implement Human Resource Development? Human Resource Development interventions may be necessary due to changes taking place as a result of the following: · Legislation/Policy changes – This puts new demands on the human resource in terms of skills or competencies. · Lack of basic skills – An assessment of the skill level of staff and make improvements to the skills and abilities. · Poor performance – Appraisal may reveal gaps in the performance of an individual · Customer requests –complaints of employees for providing poor service · New technology – the emergence of new technology may render the skills of current staff redundant and hence there is a human resource development need · New products/services – the emergence of new products/services requires that the human resource is adequately......

Words: 383 - Pages: 2

Premium Essay

Assessing Human Resource Practices Alignment: a Case Study

...ASSESSING HUMAN RESOURCE PRACTICES ALIGNMENT: A CASE STUDY HERBERT G. HENEMAN III AND A N T H O N Y T. M I L A N O W S K I Research has established the link between HR practices and organizational performance, suggesting that the HR system has great strategic potential to drive organizational effectiveness. To capitalize on this potential, the organization must design and deliver HR practices that focus on necessary employee performance competencies, creating an HR system with vertical and horizontal alignment around those competencies. Doing this requires that the organization first assess how its HR practices are currently aligned and then develop ideas for improving HR practice that will be alignment enhancing. We call this diagnostic process Human Resource Alignment (HRA) assessment. We describe an HRA assessment process we developed and applied in a large public school district for the key job of teacher. The assessment was based on the district’s formal teacher performance competency model used, and was conducted by a group of human resources and instructional job experts from the district. These experts rated the degree of vertical and horizontal alignment and then developed suggestions for HR practice changes that would improve alignment. After describing the process and results, we present a series of lessons learned and directions for future research. © 2011 Wiley Periodicals, Inc. Keywords: strategic human resource management, human resource alignment......

Words: 10368 - Pages: 42

Premium Essay

Human Resource Development

...According to Megginson et al (2003) human resource development is the study and practice of increasing the learning capacity of individuals, groups and organizations through the development and application of learning interventions for the purpose of optimizing human and organizational growth effectiveness. Employee resourcing is concerned with the range of methods and approaches used by employers in resourcing their organizations in such a way as to enable them to meet their key goals. It therefore involves staffing that is recruitment, selection, retension and dismissal, performance that is appraisal and management of performance administration that is policy development, procedural development, documentation and change management. Effective individual learning as critical if employees are to acquire the knowledge and skills needed to support the organization’s business objectives and delivery targets through employee resourcing. Human resource development contributes significantly in retaining and motivation employees such that they meet organizational goals. According to Armstrong (2002) recruitment flexibility can provide a significant competitive advantage for organizations. Recruiting flexible employee prepared for the future change and able to contribute rather than conform. Rather than aiming for rigid skills and ability profile, and gullible personalities, recruit people who are versatile and adoptable. This reflect a long term strategy, geared towards realizing......

Words: 1997 - Pages: 8

Premium Essay

Human Resource Development

...Human resource development (HRD) can defined as a set of systematic and planned activities by an organization to expand human capital and talented workforce to reach their highest potential. This framework provided opportunities to develop their personal and organizational skills, knowledge and abilities to meet current and future job demands. (Stone, R, J., 2005 ) In the Malaysia, accordingly to Minister of Human Resources (MoHR), YB Datuk DR S. Subramaniam, “government always placed high priority on the capacity building of its human capital.” This is further demonstrating by introduction Human Capital Development as one of the tactic in strengthening Malaysian’s economic flexibility against an increasingly challenging in external environment. Besides that, at economic stimulus packages, government has been allocated RM650 million to encourage training and development via training programmes, on-the job training and job placement schemes to unemployed graduates, those currently employed as well as retrenched workers. Several training programmes which initiated by (MoHR) are Train and Place program, Train and Replace program and Train and Retain program. (Datuk DR S. Subramaniam, 2009) As shift into the next millennium, “brainpower” will become valuable than muscle, technical power, or even mechanical power. The era of brainpower industries is......

Words: 1857 - Pages: 8

Premium Essay

Hr Strategy and Organizational Performance

...HR Strategy and Organizational Performance [Name of Writer] [Name of Institution] HR Strategy and Organizational Performance Introduction Human resource management is in the selection of policy and techniques related to human resource management agency. Taken together, these techniques and preferences are messages to employees, managers and interested persons abroad about the value of the agency placed on human resources. Unfortunately, international managers have had to adopt sensible policies in the field of organization for fixing the responsibility and cost control. First, employers continue to place administrative employees, Professional, scientific and technical through the civil service systems for important positions. The state of relatively high positions, security, payment and benefits that go with these positions are considered essential for productivity and long-term retention of these employees. This includes preventive education through programs for employee wellness and treatment plans by employee health. Second, employers have attempted to put caps on benefit costs and legal liability risks by increasing the use of working mechanisms secondary (such as employment contract or contingent) to pair the changing job titles. While the phenomenon of the working contingent recognized as characteristic of the modern workforce, the precise number of contingent workers are in dispute between staff and managers economists. Estimates ranging from 2 percent to 16......

Words: 3100 - Pages: 13

Premium Essay

Human Resources Development

...HUMAN RESOURCE DEVELOPMENT IN PUBLIC SERVICE Executive Summary “Maldives has a young civil service and high number of employees is employed at lower categories. These employees require technical skills in most of the policy implementing areas. However, as technical training opportunities are less in Maldives and to train employees abroad is expensive, there is a high demand for training and retraining for employees in Public Service.” Civil Service Commission’s Final Draft, Report and Strategy, 2010, pg14. In order to improve the effectiveness and the productivity of the civil service of the Maldives, it is important to do training needs analysis and cater effective training programs that can be given in the Maldives to increase their capability. The report is based on the Human Resource Development in public / civil service of the Maldives. The report outlines the analysis of training needs of the public service employees, planning and designing of training programs and their evaluations and a research on the role of UK government in Human Resource Development. In order to effectively complete this report, I have gathered information from various internet sites and the references of those sites have been shown under the heading Bibliography and References in page: 21. To complete task 1 and 2, I have interviewed civil service employees of different levels working in the AA. Atoll Hospital, AA. Atoll Education Centre, Secretariat of the North Ari Atoll and the......

Words: 6321 - Pages: 26

Premium Essay

Organizational Performance and Organizational Development Are Two Sides of the Same Coin

...HRD – GROUP ASSIGNMENT “Organizational Performance & Organizational Development are Two sides of the same Coin” Submitted to: Mr. Muhammad Ather Submitted by: Ahmed Fazeel Ghumman Muhammad Omer Sher Rana Asif Sardar Muhammad Salim Qaz INTRODUCTION Charles Perrow in his article “ The Short and Glorious History of Organizational Theory ” talks about forces of light and darkness. The forces of darkness have been represented by the “Mechanical school of organizational theory” with characteristics like Centralized authority, Clear lines of authority, Specialization and expertise, Marked division of labor, Rules and regulations, Clear separation of staff and line. And forces of light represented as “Human relations school”. and enumerates their characteristics as: Delegation of authority, Employee autonomy, Trust and openness, Concerns with the whole person and Interpersonal dynamics. Now this describes the difference between the organizational perspective of 20th century and 21st century, Forces of darkness represents the “Organization as Rationale Systems” and Forces of Light represents “Organizations as Open systems”. These two concepts of......

Words: 3084 - Pages: 13

Premium Essay

Human Resource Development

...proved that human resource development has objectively become a major concern of both government and organizations in the today’s world of work. To analyze this phenomenon it is necessary to understand what Human Resource Development (HRD) truly is. HR commonly used meaning, is related to the business world referring to the individuals working in any business firm and coping with various personnel problems and issues related to recruiting, managing, developing, rewarding. HRD therefore is the development and improvement of the “framework for employers and employees which promotes a skilled and flexible labor market” [1]. It is also important to understand that the basic principle of this “skilled and flexible labor market” is partnership and therefore is created to bring mutual advantages both for the employers and the employees. HRD protects also protect the rights of the sides making their interactions well-coordinated. 2. Human Resource Development today HRD has radically changed in the last years and nowadays it corresponds to the demands on the level of large business organizations and governmental institutions. Its impact on the functioning of any organization is being analyzed by the major experts. What is one of the best sides of HRD is that it has become a synthesis of many vital global aspects including occupational psychology, organizational behavior and theories of learning. Therefore HRD may be called an integrated formation with high performance through......

Words: 973 - Pages: 4

Premium Essay

Strategies That Can Be Used to Improve Individual Behavior and Performance

...practical examples, identify and discuss the various strategies that can be used to improve individual behavior and performance. (30 marks). Human resource is the most important resource of the organization. As much as it is important to tap the most from it various strategies must be implemented to improve behavior and performance in order for the attainence of overall organizational goals. The focus on the strategies of improving individual behavior and performance is important in that if the strategies and appropriately implemented this will translate into improved organization performance. Performance appraisal A performance appraisal system must be well defined, corporately supported and monitored (Antony et, al 1996). It must also be widely communicated and focused towards achieving corporate objectives. Fischer, (1997), postulates that performance appraisal should be used as an employee development tool to identify areas of skill and ability deficiency to improve the focus for training and development, as the possession of appropriate skills and abilities are key elements in improving individual performance. Organization commitment on the development of the employee results in change in behavior of the employee as employee loyalty is increased. Maintenance of a good performance appraisal system enhances communication between line managers and staff thus also enhancing employee satisfaction, commitment and performance. Improved communication results in increased......

Words: 750 - Pages: 3

Premium Essay

Organizational Development and Human Resources

...Organizational Development and Human Resources Jane Smith MGT/312 September 28, 2015 Xxx xxxx Organizational Development and Human Resources Human Resource functions relate to organizational development in a few ways. Human resource (HR) policies, practices, and procedures contribute to organizational structure. It is also said by HR experts that more specifically the three R’s, recruitment process, review system, and retention of talented faculty is vital to proficient organizational performance (Mishra, 2011). Overall, organizational development is greatly impacted by the HR practices of hiring, training, evaluation, and promotion of their employees. This helps to establish the desired organizational culture. First and foremost, the human resource techniques are integral to the leadership and development of an organization. The policies, practices, and procedures will also dictate the strategy behind the three R’s, recruitment, review, and retention. These managerial tasks can prove how effective a leader is and if they are capable of taking a company to the desired levels of success. When looking for new talent HR managers must assess that these individuals can appreciate the core values of the company. Moreover, the way these new recruits are trained and evaluated can better lead to attaining organizational goals (Kinicki and Fugate, 2014). Being able to retain capable associates can make or break a company. A positive organizational structure requires high......

Words: 432 - Pages: 2

Premium Essay

Human Resources Development

...HND DIPLOMA IN BUSINESS (MANAGEMENT & HUMAN RESOURCES) OFFERED BY INTERNATIONAL COLLEGE OF BUSINESS AND TECHNOLOGY Meeting Business Needs through Training & Development Unit 23 Human Resources Development K.D.A.C ABEYGUNAWARDENA| KD/HNDBM/26/24 Business Management Batch 26 KANDY Submitted to Ms. L Sooriyabandara 15th March 2015 ACKNOWLEDGMENT I would have not finished this Assignment without the support of my family who has always been there for me whenever I need them, the encouragement they give to keep me going and their love to empower me that never fails all the time. Thank you. I would also like to thank my sister whose support has always been my source of strength and inspiration?  Also to my friends who helped me in researching on different fields concerning this project.  Thank you. I would also like to thank my teacher Ms. L Sooriyabandara who has given me a chance to prove that I can do things on my own. I thank her for challenging me to do this project.  To you miss, I give you lots of thanks and respect.  Thank you. Executive summary This training & development report is related to the Human Resource Development module. As this one of the important subject of human resource development all the relevant learning outcomes have been presented throughout this report. Mainly this report consists with 4 tasks of different aspects. From the first task, learning styles of the ASDA organization are been compared and contrasted......

Words: 9173 - Pages: 37

Premium Essay

Hrd, Human Resource Development

...6403 HRD Question review 2 week 4 Summary: * Executive team recognized that leadership development should be closely integrated with the corporate culture and that leadership should be developed at all levels * Distinguish five leadership principles * Leaders’ behaviour impacted both corporate culture and business performance * Progressive guidance, participants received extensive feedback (360 degree) Issues: * Inexperienced supervisors * Not effective and lacked the skills to manage people Week 4: Chapter 2: Developing Leaders for Competitive Advantage: The case of JetBlue, pp43-44. 1. Consider the advantages of having the senior executives actively involved in the development programme. Senior manger is defined as top macro-management in both support and leadership that leads to making an effective and clarity decision on learning and development on individual across all different levels. Meanwhile, senior management is believes that all member of organization should be led, rather than simply supported. Senior manager should be able to define the capability gaps, which ensuring that each individual learning and development needs are defined in corporate and business planning, while having appropriate funding (cost effective) and resource for learning and development. Ultimately, utilize the reward system to encourage staff to continuing learning in the workplace (Australian Government 2013). 2. How would you......

Words: 309 - Pages: 2

Premium Essay

Human Resource Development, Performance and Reward Management

...Managing Human Resources HRD, Performance and Reward Management The current Coles regional store manager is currently underperforming in the role the company has assigned for them. As this position of regional store manager plays a key role in Coles achieving its organisational objectives through inspiring, engaging and leading a team of staff to embrace and demonstrate the above values. (Nanverkis, Baird, Coffey, & Shields, 2014) Suggest that human resources should review an organisations strategic direction before selecting recruits. All positions should be reviewed and aligned with the corporate strategy to ensure corporate goals are achieved. Human resource management is one of the most essential departments of an organisations success. The overall goal of this management team is to make sure that the organisations relations with their employees are satisfied. This includes attracting, developing and maintaining a quality workforce and developing performance objectives (Schermerhorn, et al., 2014). The human resource department is investigating one of the current regional manager’s performances. Reports have indicated that the regional manager is underperforming. Underperforming employee’s need to be addressed and handled by the organisation. Detailing several issues will help realign the employee with the organisations goals. The issues being addressed will actively engage and offer recommendations in assisting the regional store manager to effectively......

Words: 2171 - Pages: 9

Premium Essay

Organizational Development and Human Resources

...Organization Development and Human Resources Allison Sanchez MGT/312 March30,2016 Professor- Dewayne Hendrix Organization Development and Human Resources The association between Organizational development and Human resources is both share many similar business functions. Both have a concern regarding people’s critical procedures due to having dissimilar areas of concentration inside of the organization. Human Resource management deals with short term issues, employees, salary, benefits, hiring, enforcing of company policies, contracts, work with management to develop long-term strategies for the growth of the organization. The H.R. management also reviews performance and conduct interviews that pertain to organizational development of implemented long term strategies. Examples such as what are the businesses goals and expectations of achieving them along with leadership, training and development. Business maintenance actually is what business management leans more towards in order to maintain and keep the organization running without issues and remain unblemished. The performance and renewals of a business is what organizational development aims for in order to observe and monitor the effectiveness or ineffectiveness of the company’s executions. However, both departments do not always function and work collectively from time to time. Organizational behavior is the behavior which is expected of individuals within the organization. Since no two people will conduct......

Words: 256 - Pages: 2

Premium Essay

Human Resource Development

...Human resource development (HRD) generally means the "integrated use of training and development, organization development, and career development so the individuals, groups, can improve organizational effectiveness and achieve the best performing result. The organisational strategy of Novotel has anticipated its expectations of clients for environmental matters and corporate social responsibility. Human resource development requires the employees within the Novotel to obtain their skills during the training session to provide a better service to the clients to meet their expectations, which is closely connected with the organisational strategy. Different organisations have different goals and strategies, specific human resource development activities are planned and implemented by the organisations based on their strategies (Carole Tansley and Sue Newell, 2007). Strategic human resource development (SHRD) focuses on integrating HRD activities with organizational goals and values to develop core capabilities that enhance firm competitive advantage (Jia Wang, Holly M. Hutchins and Thomas N. Garavan, January 2009). It is necessary for us to consider the integration challenges of organisational strategy and human resource development. Even if the organisation planned very well, it still has some gaps for organisation to effectively integrating and matching their human resource development with organisational strategy, how to design the training program that can fix the real......

Words: 2531 - Pages: 11